期望并经历了日常的正义,情绪和反生产性的工作行为
Michael S Cole1, Nikolaos Dimotakis2, Jeremy B Bernerth3
1Department of Management and Leadership, Texas Christian University.
The Journal of applied psychology
|December 8, 2025
概括
员工 雇员 员工 员工 员工
科学领域:
- 组织行为 组织行为
- 心理学 心理学 心理学
- 工作场所动态工作场所动态
背景情况:
- 对组织来说,有害的工作行为是一个重大问题.
- 正义的感知,特别是人际正义,是理解员工行为的关键.
- 现有的研究往往假定经验中的正义与结果之间存在线性关系,忽视了员工的期望.
研究的目的:
- 调查员工对正义的期望与他们经历过的待遇之间的相互作用.
- 介绍和研究预期的经验正义 (不) 相符的现象.
- 探索这种一致性/不一致性如何影响反生产性的工作行为.
主要方法:
- 采用了两项研究的研究设计.
- 这些研究检查了日常正义期望和经历的人际正义之间的关系.
- 分析了对员工反应的一致性和不一致性的影响.
主要成果:
- 调查结果表明,预期和经历的人际正义之间的一致性显著影响了员工的成果.
- 期望和经验正义之间的不一致会导致反作用的行为.
- 这项研究超越了对正义感知的线性模型.
结论:
- 预期的经验正义 (不) 合的概念为工作场所正义提供了一个新的视角.
- 了解这种相互作用对于组织心理学的理论进步至关重要.
- 对管理人员的实际影响包括需要将员工的期望与实际待遇保持一致,以减轻消极行为.
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